AutoGOJA Guidelines Oriented Job Analysis > Benefits of a Job Analysis
What are the Benefits of Performing a Job Analysis?
A job analysis consists of a thorough analysis of the job duties and knowledges, skills, abilities, and personal characteristics (KSAPCs) required for success in a certain position, but a job analysis takes a substantial amount of time and effort... so why should an organization consider performing a job analysis?
The primary reason an organization will perform a job analysis is so that they can ensure that their employee selection procedure is valid and defensible. Practically speaking, a valid selection procedure is one that accurately measures the actual requirements of the job in a fair and reliable way.
A valid selection procedure should use those duties and KSAPCs identified by the job analysis as being essential requirements for the position in question and use them as the basis for that selection procedure . Essentially, a valid selection procedure should
effectively measure the net qualifications that are really needed for the job, and not much more or less.
In the legal realm, a selection procedure is valid if it can be proven by an employer in litigation that it is "... job related and consistent with business necessity" in order to address the requirements of the 1991 Civil Rights Act. This standard is usually met (or not) by arguing how the selection procedure first addresses the Uniform Guidelines, followed by professional standards, then by parallel or lower courts that have applied the standard in various settings.
Academically speaking, the Principles and Standards have adopted the same definition for validity: "The degree to which accumulated evidence and theory support specific interpretations of test scores entailed by proposed uses of a test."
Beyond this overlying benefit, there are several more compelling benefits to perfoming a job analysis:
Workforce planning -- An effective job analysis can work in tandem with an organization’s future-casting. By identifying the duties and KSAPCs for various job titles, HR professionals can match the needs of their organization with the talent of their current and future workforce.
Succession planning -- A strategy of workforce planning, HR professionals can use job analysis results to help fill key roles within their organization, now and in the future.
Training -- By basing training procedures on the findings of a job analysis, organizations are better equipped to identify the gaps or distances between the current workforce or a newly-hired workforce and the KSAPCs needed the first day of the job. HR professionals can consequently create job-specific or group/employee-specific training procedures.
Employee development -- Using the results of a job analysis, organizations may identify any gaps on an individual level and assist employees with their career management.
Compensation -- With an effective job analysis, organizations can ensure that job titles requiring similar duties and KSAPCs are being compensated similarly.
ADA compliance -- The GOJA job analysis process asks specific questions that are outlined by the 1990 Americans with Disabilities Act to determine whether or not a duty is considered an essential function. The GOJA job analysis survey gathers information to assist the organization in deciding whether or not each duty is an essential function. If an employee can perform such a duty with or without reasonable accommodation, the employer must provide.
Performance appraisals -- The results of a job analysis can allow an organization to develop an employee according to the specific needs of their job title. Additionally, organizations may also use the results of a job analysis to groom employees for promotion by training in areas that will contribute to a future position.
AutoGOJA Job Analysis Software is a hosted software solution that automates many steps necessary to complete a traditional job analysis. Qualified organizations may sign up for a FREE Basic Job Analysis account. This FREE service will allow an organization to complete a job analysis for one position. The account may be upgraded to allow for analyses to be performed on subsequent job titles.
The GOJA Manual is a manual (paper and pencil) solution that leads that leads an HR practician through the steps necessary to complete a traditional job analysis. Organizations opting to perform a manual job analysis may download our free Guidelines Oriented Job Analysis form. This 99-page job analysis booklet is free to download, print and use (without modification) for any number of job analyses.
Back To AutoGOJA Guidelines Oriented Job Analysis